JHMR - Jackson Hole Mountain Resort Ambassador Handbo… · JACKSON HOLE MOUNTAIN RESORT (JHMR) ......

JHMR EMPLOYEE HANDBOOK

2017-2018

JACKSON HOLE MOUNTAIN RESORT (JHMR)

EMPLOYEE HANDBOOK

THIS HANDBOOK IS INTENDED AS A GUIDE FOR THE EFFICIENT AND PROFESSIONAL

PERFORMANCE OF YOUR JOB NOTHING HEREIN CONTAINED SHALL BE CONSTRUED TO

BE A CONTRACT BETWEEN THE EMPLOYER AND THE EMPLOYEE ADDITIONALLY THIS

HANDBOOK IS NOT TO BE CONSTRUED BY ANY EMPLOYEE AS CONTAINING BINDING

TERMS AND CONDITIONS OF EMPLOYMENT JHMR RETAINS THE ABSOLUTE RIGHT TO

TERMINATE ANY EMPLOYEE AT ANY TIME WITH OR WITHOUT GOOD CAUSE

MANAGEMENT RETAINS THE RIGHT TO CHANGE THE CONTENTS OF THIS HANDBOOK

AS IT DEEMS NECESSARY WITH OR WITHOUT NOTICE

TABLE OF CONTENTS (Note Seasonal dual seasonal and year round employees have different benefits Policies affecting year round and dual seasonal employees only are italicized throughout the handbook) JHMR Mission and Values----------------------------------------------------------------------------------- 1-2 I Introduction

Jackson Hole History amp Story of JHMR-------------------------------------------------- 3 Service Strategy------------------------------------------------------------------------------ 3-6

II Your Contacts Supervisor-------------------------------------------------------------------------------------- 6 Human Resources and Safety--------------------------------------------------------------- 6 Accounting------------------------------------------------------------------------------------- 6

III Employee Communication All-Company Meetings---------------------------------------------------------------------- 6 Department Meetings------------------------------------------------------------------------ 6 First Tracks------------------------------------------------------------------------------------ 6 Valley Dispatch------------------------------------------------------------------------------- 7 Company Radios------------------------------------------------------------------------------ 7 Bulletin Boards-------------------------------------------------------------------------------- 7 EmailInternet Usage Policy----------------------------------------------------------------- 7 Personal Use of the Internet----------------------------------------------------------------- 7 Use of Social Media Policy------------------------------------------------------------------ 7-8 Downloaded Software------------------------------------------------------------------------ 8 Unauthorized Use----------------------------------------------------------------------------- 8 Press Inquiries--------------------------------------------------------------------------------- 8-9 Suggestions------------------------------------------------------------------------------------ 9

IV Resolution of Employee Concerns amp Complaints------------------------------------------------- 9 V Standard Practices

Equal Employment Opportunity (EEO)--------------------------------------------------- 9 Interpersonal Conduct------------------------------------------------------------------------ 10 Anti-Harassment Policy---------------------------------------------------------------------- 10 Anti-Violence Policy------------------------------------------------------------------------- 10 Drug amp Alcohol Policy---------------------------------------------------------------------- 11-13 Employment of Relatives-------------------------------------------------------------------- 13 Romantic Relationships---------------------------------------------------------------------- 13 Solicitation Policy---------------------------------------------------------------------------- 13 Attendance Guidelines----------------------------------------------------------------------- 13 Work Hours------------------------------------------------------------------------------------ 13-14 Recording Time Worked--------------------------------------------------------------------- 14 Overtime--------------------------------------------------------------------------------------- 14 Discipline-------------------------------------------------------------------------------------- 15 Smoking Policy------------------------------------------------------------------------------- 15 Dress amp Appearance Guidelines------------------------------------------------------------ 15-16 Pets---------------------------------------------------------------------------------------------- 16 Lost amp Found---------------------------------------------------------------------------------- 16 Environment----------------------------------------------------------------------------------- 16-17 Recycling-------------------------------------------------------------------------------------- 17 Parking amp Transportation-------------------------------------------------------------------- 17

VI Work Ethics Employee Honesty---------------------------------------------------------------------------- 18 Work Ethic------------------------------------------------------------------------------------- 18 Personnel Files-------------------------------------------------------------------------------- 18 Employment References--------------------------------------------------------------------- 18

VII Employee Categories Seasonal Dual Seasonal Year Round----------------------------------------------------- 18-19

VIII Compensation Compensation Programs Tips ------------------------------------------------------------ 19

IX Your Paycheck Pay Periods------------------------------------------------------------------------------------ 20 Deposit of Paychecks------------------------------------------------------------------------ 20 Timesheets------------------------------------------------------------------------------------- 20-21 Pay for Exempt Employees----------------------------------------------------------------- 21 Payroll Advances----------------------------------------------------------------------------- 21 Payroll Deductions--------------------------------------------------------------------------- 21 Garnishment of Wages----------------------------------------------------------------------- 21 Resignation------------------------------------------------------------------------------------ 22 Termination------------------------------------------------------------------------------------ 22

X Benefits Insurance (Medical Dental Life)---------------------------------------------------------- 22-23 401(K) Plan------------------------------------------------------------------------------------ 23 All MountainLift Privileges---------------------------------------------------------------- 23-24 Service Recognition-------------------------------------------------------------------------- 24 Benefits at Other Resorts-------------------------------------------------------------------- 24 Employee Assistance Program (EAP) ----------------------------------------------------- 25 Profit Center Discounts---------------------------------------------------------------------- 25-26 Recognition amp Celebrations----------------------------------------------------------------- 26 Transportation--------------------------------------------------------------------------------- 26

XI Time Off Jury Duty Pay--------------------------------------------------------------------------------- 26 Voting------------------------------------------------------------------------------------------ 26 Military Leave-------------------------------------------------------------------------------- 27 Paid Time Off--------------------------------------------------------------------------------- 27 Dual Seasonal PTOSick Payout----------------------------------------------------------- 27 Sick Leave------------------------------------------------------------------------------------- 27-28 Leave of Absence amp Unpaid Leave-------------------------------------------------------- 28-29 Family and Medical Leave (FMLA Leave) ---------------------------------------------- 29-31

XII Employee Development Performance Appraisals---------------------------------------------------------------------- 32 Job Postings Program------------------------------------------------------------------------ 32 Training---------------------------------------------------------------------------------------- 32

XIII Safety Rules amp Guidelines Opening Policy - Gondola------------------------------------------------------------------ 32 Opening Policy - Tram---------------------------------------------------------------------- 32 Personal Electronics-------------------------------------------------------------------------- 32 Helmet Policy--------------------------------------------------------------------------------- 33-35 Workersrsquo Compensation--------------------------------------------------------------------- 35-36 JHMR Safety Policy-------------------------------------------------------------------------- 36-37 ldquoYour Responsibility Coderdquo----------------------------------------------------------------- 37 Employee SkierRider Violations----------------------------------------------------------- 38 Weapons Policy------------------------------------------------------------------------------- 38 Severe Incidents Damages to Property amp Guest Injuries------------------------------- 38 Emergency Procedures----------------------------------------------------------------------- 38 Motor VehiclesSnowmobilesAll-Terrain Vehicles------------------------------------- 38

XIV Security Policies amp Guidelines Use of JHMR Resources--------------------------------------------------------------------- 39 Personal Property----------------------------------------------------------------------------- 39 Inspection amp Search-------------------------------------------------------------------------- 39

Dear Fellow JHMR Team Member and Ambassador Welcome to the 2017-2018 winter season and thank you for being a part of our team This handbook will be a guide for your employment with JHMR Please become familiar with its contents should you have questions contact your supervisor or the Human Resources amp Safety Department The efforts from JHMR Ambassadorsrsquo last season helped us once again achieve some of the best results in our resort history Skier visits would have exceeded the all-time JHMR record were it not for the five day power outage Guest service scores highlighted by a net promoter score of 904 were outstanding and put us in the top 5 in our industry Strong skier visits with great guest service is the perfect combination As we look to the future we appreciate your passion and engagement You will notice many improvements this season highlighted by improved snowmaking and continued work on Solitude Station We want to do all we can to make your work and play experience rewarding and meaningful In turn we ask you to join us in focusing on the resort directional statements which guide our resort actions practices and behaviors JHMR MISSION (our purposewhy we existwhat we do) We enrich lives We create memories JHMR VALUES (what we believe inour practices and behaviorsthe guiding principles by which we navigate) 1 Always an Ambassador 2 Be Safe 3 Be Green 4 Have Fun JHMR GOALS First and most importantly we want to continue to focus on safety Along with Teton County Search and Rescue we are committed to doing all we can to eliminate ski related fatalities in Jackson Hole We want to continue to focus on guest service while increasing skier visits incrementally Your Leadership team has established a NPS goal of 900 for this season and again this year the achievement of this goal is tied to an incentive for all winter employees should we also meet our financial targets (The net promoter score is based on a 1-10 scale in regards to the guest question of ldquoHow likely are you to recommend the resort to a family or friendrdquo ldquoPromotorsrdquo are scores of 9 and 10 ldquoPassivesrdquo 7 and 8 and Detractors 1 - 6 The of promotors is then subtracted by the of detractors to equal the net promotor score) Using the Always an Ambassador approach we continue to make great progress in our guest service Together we can meet our goal of 900 Wishing you an enriching and memorable experience in your time with the Jackson Hole Mountain Resort -

Jerry Blann President

1

Our Mission Statement

We enrich lives We create memories

2

Always An Ambassador Be helpful be engaged and be genuine

Be Safe See it report it and fix it Know the code

Be Green Every day every time everybody

Have Fun Happy Valued Work-life balance Passion

3

I INTRODUCTION

JACKSON HOLE HISTORY Before 1800 the only people who traveled into Jackson Hole were Native American tribes who spent the summers hunting in the surrounding areas It was during the winter of 1807-08 that John Colter a member of the Lewis amp Clark Expedition entered Jackson Hole to begin fur trapping Many famous mountain men soon followed including David Jackson who spent the winter of 1829 on the shores of what was to be called Jackson Lake For mountain men a ldquoholerdquo indicated a valley surrounded by large mountains and fur trappers soon began referring to the valley as ldquoJacksonrsquos Holerdquo With the creation of Yellowstone and Grand Teton National Parks as well as the abundant amounts of wildlife drawing people to the area word soon spread about the beauty of Jackson Hole As the reputation of the valley has grown visitors from all over the world have made their way into Jackson Hole to enjoy the beautiful scenery and fascinating wildlifemdashnot to mention the world famous skiing and snowboarding THE JACKSON HOLE MOUNTAIN RESORT (JHMR) STORY The Aerial Tram first opened to the public on July 31 1966 and the winter of 1966ndash1967 recorded the inaugural season at Jackson Hole operating the tram and three chairlifts on opening day Jackson Hole Ski Corp later renamed Jackson Hole Mountain Resort would eventually become over 2500 acres of inbounds terrain with 12 chairlifts and 116 named runs offering 4139 vertical feet of continuous skiing and riding In 1992 the Kemmererrsquos a long time Wyoming family purchased Jackson Hole Mountain Resort from its founder and owner Paul McCollister Since then the Resort has grown and developed with an environmentally sensitive approach maintaining its balance of nature and preservation of the Old West The original aerial tram was retired in 2006 after 40 years of service After 2 years of construction the new $32 million tram returned to JHMR in December 2008 Now twice the size and 20 faster than its predecessor ldquoBig Redrdquo remains the symbol of big mountain skiing in North America The new tram can carry 100 passengers and climbs 4139 vertical feet in less than 9 minutes to the top of Rendezvous Mountain the longest continual vertical rise of any lift in the US A year round adventure outpost with incredible skiing and snowboarding in the winter and amazing national park access in the summer ldquoThe Big Onerdquo combines terrain for all levels of skiers and snowboarders amazing on-mountain dining and the full service resort of Teton Village at the base JHMR SERVICE STRATEGY ldquoWe enrich lives We create memoriesrdquo Guest Service is one of our core values and a top priority at the Jackson Hole Mountain Resort Regardless of your job title we consider you and every person working at Jackson Hole Mountain Resort an Ambassador Ticket sellers rental technicians snowmakers ski amp snowboard instructors patrollers lift operators mechanics front desk agents reservation sales agents housekeepers groundskeepers maintenance technicians and ALL employees are Ambassadors

4

At JHMR it is our goal to provide a legendary resort experience for our guests You have been hired to ldquocreate memoriesrdquo As an Ambassador you can do this by adhering to the following guidelines bull Greet the Guest bull Ask and Listen to the Guestrsquos needs bull Assist the Guest bull Appreciate the Guest JHMR has implemented an online Guest Service Training which will help you adhere to the above guidelines Interactive Training Simulations is located in Jackson Hole WY It was founded in June of 2007 to provide customized on-line training programs Their focus is on resort communities where guest expectations of customer service are the highest and employees must be trained immediately and effectively in order to meet and exceed those expectations Employees are expected to focus on guest service at all times No matter if itrsquos at your primary place of work or at other places within the resort we count on you to act as an Ambassador Guest Services Systems We have created five key guest service systems in order to help you in your role as an Ambassador These systems are outlined below and will be covered extensively in your orientation and training Know how the systems work have fun using them and feel free to speak with your supervisor if you have questions regarding the systems or ideas on how to improve our guest service initiatives I Information Dissemination - How do we communicate information throughout our

organization

bull Web - wwwjacksonholecom wwwjacksonholecomemployeehtml and wwwjhrlcom are websites providing information on all services offered to guests and employees bull Trail Map ndash includes a map of Teton Village and provides information on mountain trails and available activities including restaurants rentals and Mountain Sports School bull First Tracks ndash employee newsletter designed to keep all employees up to date on resort happenings This is emailed to all company accounts on a weekly basis and a copy can be requested from your supervisor bull JH Tapped ndash resort app which provides information on lift and trail statuses snow conditions and ski patrol emergency information as well as a map of the village and trails event calendar and the opportunity for guests to reload their ski pass bull Snow Report ndash httpswwwjacksonholecomweather-snow-reporthtml is the website which provides daily information for the guest regarding grooming snow conditions and special events bull Bulletin Boards ndash located in each department bull Sharepoint ndash httpsharepointjhmrcomdefaultaspx a site where managers can access forms calendars schedules and company information If accessing Sharepoint from an outside network use httpsharepointjacksonholecom you will need to use your Windows login then use JHMRWindowsLoginName and Windows password to authenticate

5

II Feedback - How do we communicate guest and employee experiences thoughts and opinions to the right people in a timely manner bull ldquoDear Jerryrdquo cards ndash Guests and employees are free to direct questions or comments to our President by filling out a card available throughout the resort and returning it to any employee This can also be done electronically at httpswwwjacksonholecomsuggestionsdear-jerryhtml bull Employee Suggestion Program ndash Employees are encouraged to make suggestions for ways to improve how we do business (including Guest Service operating improvements and other ideas that they might have) For employees to submit their suggestions they should go to httpwwwjacksonholecomsuggestionsemployee-commentshtml bull Safety Suggestion Program ndash If an employee sees a safety concern that needs immediate attention they should notify their supervisor right away For other matters they should submit safety suggestions online at httpwwwjacksonholecomsuggestionssafety-commentshtml

III Empowerment ndash What can we do to personally ensure the guest has a great experience How

do we recover when the guest is dissatisfied One of the reasons you were hired is that you demonstrated core guest service skills that match our values These skills include the ability to

bull See circumstances from the guestsrsquo perspective bull Listen bull Exceed expectations bull Help regain the guestsrsquo trust quickly if something has gone wrong without blaming anyone

Should you need another tool in addition to your guest service skills the Jackson Hole Mountain Resort has a ldquoWe Care Cardrdquo

bull We Care Card ndash a tool to assist in solving guest problems or unfortunate circumstances on-the-spot The goal is to keep the guest ldquofocusing on funrdquo versus their unfortunate circumstance Any employee can use them ask your supervisor for more information

IV Measurement ndash How do we quantify our guest service results so that we have a baseline for

continuous improvement

bull RRC Surveys ndash We use a professional survey service to capture guest information This information is then compiled and reports are forwarded to departments on a weekly basis

V Recognition ndash How do we recognize employees for outstanding guest service

bull Ambassador Club amp Super Ambassador Club ndash Programs designed to recognize employees and supervisorsmanagers for their superior guest services Any employee can nominate another employee who they feel exemplifies any of JHMRrsquos four Core Values Always an Ambassador Be Green Be Safe Have Fun Nomination forms can be found online at httpswwwjacksonholecomimagespdfWinter20Ambassador20Nomination20Formpdf

6

By combining these systems and your core skills in a manner that is knowledgeable empowered and proactive we can go above and beyond as an Ambassador and ensure that our guests have a legendary experience at Jackson Hole Mountain Resort II YOUR CONTACTS We understand the importance of open communication and the valuable contributions you add to our companyrsquos success There are many avenues for you to provide your thoughts suggestions receive answers to your questions or have your problems addressed Your primary sources are listed in this section See the following Employee Communication section for additional ways to express your ideas and receive company and department information Your Supervisor Your supervisor is your best and fastest source for information and generally should be your starting point for questions and problems He or she will answer your questions or guide you to other sources that can In the event that you and your supervisor donrsquot agree on something you can use another line of communication to get more information such as your supervisorrsquos manager or the Human Resources amp Safety Department (see below) Remember you and your work are important to your supervisor He or she will try hard to work out any problems and find answers for you Human Resources amp Safety Department The Human Resources (HR) amp Safety Departmentrsquos responsibilities include recruiting compensation benefits training human resources planning career development employee relations work force diversity employee and guest safety and risk management The HR amp Safety staff is a resource for all employees If your supervisor is not available or unable to help you contact the HR amp Safety Department for assistance Accounting Department The Accounting department staff is involved in all financial concerns of the company They act as your main contact regarding payroll issues After first speaking with your supervisor you may contact the Payroll Department if you have additional concerns regarding deductions pay advances vacation or sick accrual III EMPLOYEE COMMUNICATION All-Company Meetings On occasion company-wide meetings are held to update everyone on topics concerning the company as a whole You are encouraged to participate in these sessions Department Meetings Each department should hold regular staff meetings to inform employees of policies and company developments (If you donrsquot have them ask for them) First Tracks First Tracks is the company newsletter that provides news of important company and industry developments If you would like to submit company related information contact Communications at firsttracksjacksonholecom

7

Valley Dispatch Valley Dispatch provides a centralized post for all JHMR communications It is a necessary ldquoon the Mountainrdquo communication tool that gathers and disseminates information Its use should be limited to work related or emergency situations (ext 2636) Company Radios JHMR has an extensive network for radio communications due to the nature of our complex operations If you find a radio that has been lost or misplaced please turn it in to your supervisor Before you use a radio you will be trained in its use and in the necessary protocol Please limit all radio traffic to that which is absolutely necessary Please note that our radios are governed by the rules of the FCC and we request that you use appropriate inoffensive language when communicating by radio Bulletin Boards JHMR maintains company bulletin boards throughout our facilities These boards are placed in principal locations and are the only places where notices are permitted to be posted Special notices and other company information from JHMR are posted on the company bulletin boards It is to the employeersquos advantage to consult these boards regularly E-MailInternet Usage Policy JHMRrsquos computer network access to internet email and voicemails systems are intended for employeesrsquo use in performing their jobs Therefore all documents and files are the property of JHMR All information regarding access to computer resources such as user identifications modem phone numbers access codes and passwords are confidential JHMR information and may not be disclosed to non-JHMR personnel All computer files documents and software created or stored on JHMRrsquos computer systems are subject to review and inspection at any time In this regard employees should not assume that any such information is confidential including email either sent or received httpwwwjacksonholecomcomputer-policieshtml Personal Use of the Internet Use of the internet should be limited for personal purposes during the time employees are working The JHMR prohibits the display transmittal or downloading of material that is in violation of JHMR guidelines or otherwise is offensive pornographic obscene profane discriminatory harassing insulting derogatory or otherwise unlawful at any time Use of Social Media Policy JHMR permits the limited use of social media by employees during working time if the use does not interfere with the employeersquos performance of his or her job functions Use of personal mobile devices during work time should be kept to a minimum Postings by an employee on a blog wiki chat room or social networking site are considered personal communications and are not Company communications All social media postings on behalf of the Company must be preapproved and sent by authorized employees Personal postings by an employee concerning the Company are not prohibited provided they comply with guidelines set forth below or in this handbook If you post any comments that promote or endorse Company products or services in any way the law requires that you disclose that you are employed by the Company You must comply with all applicable laws including copyright and fair use laws You may not disclose any sensitive proprietary confidential or financial information about the Company Confidential

8

information includes trade secrets or anything related to the Companyrsquos inventions strategy financials or products that have not been made public internal reports procedures or other internal business-related confidential communications Further detail is provided in the ldquoConfidentialityrdquo section of your employee handbook A blog wiki chat room or social networking site is not the ideal place to make a complaint regarding alleged discrimination unlawful harassment or safety issues Complaints to the Company regarding these issues must be made consistent with the complaint process in this handbook so that the Company can address them When you use social media use good judgment We request that you be respectful of the Company our employees our customers our partners and affiliates and others Avoid using statements photographs video or audio that reasonably could be viewed as malicious obscene threatening or intimidating that disparages our employees customers partners and affiliates or that might constitute harassment or bullying Examples of such conduct might include offensive posts meant to intentionally harm someonersquos reputation or posts that could contribute to a hostile work environment Nothing in this guideline is meant to interfere with employeesrsquo right under federal law to engage in protected and concerted activity including employeesrsquo ability to discuss terms and conditions of their employment Downloaded Software The download of any software (whether free or for a fee) must be approved and documented by the JHMR Information Systems Department Software downloaded through the Internet must be used and purchased according to United States Copyright Law and JHMRrsquos purchasing practices Unauthorized Use Employees may not attempt to gain access to another employeersquos personal file of email messages or send a message under someone elsersquos name without the latterrsquos expressed permission Under no circumstances may the JHMR network and computing resources be used for any of the following purposes

bull Circumventing existing security controls to damage the integrity or disrupt the use of JHMRrsquos information resources bull Using JHMR resources to conduct outside business ventures bull Disclosing confidential or restricted information to unauthorized personnel bull Performing illegal activities including gambling bull Downloading andor using software that has no business purpose such as games bull Using JHMR computer systems as a conduit for unauthorized access attempts on other computer systems

The activities mentioned above are illustrative and not intended to be all inclusive If you have any question whether your behavior would constitute unauthorized use contact your immediate supervisor before engaging in such conduct Press Inquiries From time to time you may be contacted by a member of the press seeking information Please do not respond to these inquiries before discussing the matter with a member of the Communications

9

department or the President It is best to advise the member of the press to contact Communications (739-2704 or 739-2707) directly Suggestions Suggestions regarding guest service employee matters or anything that would assist you in your job are highly encouraged and appreciated You can convey your ideas by speaking directly with your supervisor or Human Resources amp Safety or utilizing the employee suggestion program that can be found on the employee dashboard at httpswwwjacksonholecomsuggestionshtml IV RESOLUTION OF EMPLOYEE CONCERNS AND COMPLAINTS In the event that you find a particular situation calls for a formal review JHMR has created an employee problem resolution procedure The procedure provides you with the opportunity to have your concerns addressed The process proceeds through the following contact points to ensure your concernrsquos review appeal and thorough consideration

bull Supervisor bull Department Head bull Human Resources amp Safety Department bull Review by Senior Team Member bull President

You may initiate a complaint at any level of the process However since your supervisor is the most knowledgeable about departmental and interdepartmental matters it is generally recommended that department management be the first step since they are in the best position to respond to your concerns No adverse employment action or retaliation will be permitted against any employee raising a good faith complaint or concern Contact your supervisor or the Human Resources amp Safety Department for more information See also ldquoEmployee Assistance Programrdquo on page 25 for an additional resource V STANDARD PRACTICES amp POLICIES Equal Employment Opportunity (EEO) People will be employed and promoted on the basis of individual qualifications for the job and without regard to race color religion sex national origin age 40 and over ancestry creed disability genetic information or any other status protected by law Further the policy calls for the maintenance of a working environment for all that provides

bull Freedom from abusive intimidating or offensive behavior on the part of supervisors or other employees In this regard harassment of any sort will not be tolerated including derogatory ethnic racial or sexist remarks bull Freedom from sexual harassment This refers to behavior which is not welcome is personally offensive and interferes with the work effectiveness of its victims and their co-workers See the following Anti-Harassment Policy for further explanation

10

Interpersonal Conduct JHMR strives to maintain a workplace that accepts the differences in employeesrsquo culture age ethnicity gender physical and mental ability and lifestyle We expect that all members of the JHMR community will interact and treat each other with dignity and respect Anti-Harassment Policy JHMR is committed to providing a work environment that is free from harassment of any sort Sexual harassment refers to unwelcome sexual advances requests for sexual favors and other verbal or physical conduct by anyone (employee guest vendor etc) of a sexual nature when

bull Submission to such conduct is made (whether explicitly or implicitly) a term or condition of an individualrsquos employment bull Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual bull Such conduct has the purpose or effect of unreasonably interfering with an individualrsquos work performance or creating an intimidating hostile or offensive working environment Such conduct could include inappropriate jokes cartoons graphics lewd comments physical contact and repeated requests for dates

HARASSMENT BY AN EMPLOYEE AT ANY LEVEL WILL NOT BE TOLERATED Any employee who believes that he or she has been subject to or has observed any form of sexual harassment should report the incident to their supervisor immediately If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person the employee should immediately contact the Human Resources amp Safety representative with whom the employee is comfortable Complaints will be promptly investigated In the event upon investigation JHMR concludes that sexual harassment or inappropriate conduct has occurred the responsible employee may be subject to disciplinary action up to and including immediate termination of employment No adverse employment action or retaliation will be permitted against any employee making a good faith report of alleged harassment or against any employee assisting in the investigation of a complaint Anti-Violence Policy Our goal is to strive to maintain a work environment free from intimidation threats or violent acts This includes but is not limited to intimidating threatening or hostile behaviors physicalverbal abuse vandalism arson sabotage use of weapons carrying weapons onto our premises or any act which in managementrsquos opinion is inappropriate to the workplace In addition bizarre and offensive comments regarding violent events andor behavior are not tolerated Any behavior listed above should be immediately reported to a supervisor or Human Resources amp Safety representative Complaints will receive attention and the situation will be investigated Based on the results of the inquiry action will be taken which management believes appropriate Employees should directly contact law enforcement personnel if they believe there is an imminent threat to the safety and health of employees andor property If there is a reasonable suspicion that an employee has engaged in conduct listed above management reserves the right to conduct with or without notice searches and inspections as listed on page 39 of this handbook

11

JHMR Drug and Alcohol Policy Purpose It is the policy of Jackson Hole Mountain Resort to foster a work environment free from the effects of illegal or non-prescribed drugs controlled substances and alcoholic beverages The Company is committed to maintaining a drug-free work place Abuse of drugs and alcohol impairs employee judgment which may result in increased safety risks employee injuries faulty decision making and lower productivity Statement To help ensure a safe and productive work environment JHMR strictly prohibits the manufacture distribution dispensation possession sale or use of drugs or controlled substances on any JHMR premises or on work time This prohibition includes employer owned vehicles or personal vehicles being used for employer business or parked on employer property In addition JHMR strictly prohibits any employee from reporting for or being at work with any detectable level of drugs controlled substances or alcohol in the employeersquos system or when tested by breathalyzer with a breath alcohol content of 004 or greater Any violation of this policy will not be tolerated Alcohol at the Resort While JHMR supports team members enjoying the services and activities of the resort it is important to remember that even as an off-duty employee you are expected to act responsibly and represent JHMR in a positive and respectful manner It is our goal to have our guests enjoy JHMR and look forward to returning Consumption of alcohol is allowed at restaurants lounges and areas where alcohol is dispensed for sale to the public If you wish to purchase or consume alcohol you should also a) be officially off the clock b) be out of uniform and nametag c) be 21 years old and be prepared to show picture ID upon request (driverrsquos license state ID card or passport) Alcohol including beer is not to be consumed in any work areas such as shops or store rooms kitchens locker rooms break rooms offices or on the lifts tram or anywhere on the mountain Exception With Sr Executive approval in moderation beer or alcohol may be consumed in designated areas for special events provided you are off-duty Testing Employees will be tested for drugs by urine sample and for alcohol by a breath analysis or urine analysis The drugs tested for include Amphetamines Barbiturates Opiates Cocaine Benzodiazepines Phencyclidine and Marijuana Winter season testing will typically take place at the Teton Village Clinic When the Teton Village Clinic is closed testing will typically occur at St Johnrsquos Medical Center in Jackson When called to the clinic (or hospital) for testing you must take a photo ID such as your driverrsquos license or employee ski pass and know your Social Security Number for identification purposes

12

All employees must notify JHMR no later than 5 days after being convicted of violating any criminal drug statute which occurred in the workplace Reasonable Suspicion If there are facts or circumstances giving rise to a reasonable suspicion that an employee is in violation of this policy JHMR may require the employee to submit to an appropriate test for substance abuse Post-AccidentIncident JHMR requires any employee to submit to an appropriate test for substance abuse after an accident or incident in any of the following circumstances an injury where the supervisor determines an employee needs medical attention beyond First Aid an injury report is filed with the Wyoming Workersrsquo Compensation Division an employee has lost time from work the incident involves damage to equipment andor material in excess of $50000 Random JHMR reserves the right to drug test all employees up to and including the President on a random selection basis Because of random selection and timing it is impossible to predict how often and when any individual employee will be tested in a given year Each time a random selection is made every employee on the active payroll will have an equal chance of being selected (even if you have previously been tested) Pre- Employment The company reserves the right to require that all prospective employees submit to a drug test as part of the application process DOT Testing for CMV Drivers Some positions fall under the US Department of Transportation testing provisions and will also be tested under the JHMR Drug amp Alcohol Policy for CMV Drivers (CDL Holders) Contact Human Resources amp Safety for information on this policy Refusal to submit to a drug or alcohol test is a violation of this policy and will result in termination of employment Attempts to alter or substitute the specimen provided will be deemed a refusal to take the test Prescribed or Over -the-Counter Drugs The use or possession of prescribed or over-the-counter drugs is not prohibited by this policy if

A The drug has been legally obtained and is being used for the purpose for which it was prescribed andor manufactured

B The drug is being used in the dosage prescribed or authorized C The employee shall when drugs are prescribed by a medical professional inquire of the

prescribing professional whether the drug prescribed has any side effects which may impair the employeersquos ability to safely perform the employeersquos job duties If the answer from the medical professional is yes the employee shall obtain a statement from the medical professional indicating any work restrictions and their duration The employee shall present that statement to his or her supervisor prior to going on duty

13

Off Duty Illegal use of drugs off duty and off JHMR premises is not acceptable because it can affect on-the-job performance and the confidence of our guests the government and our employees Such use is not tolerated Employee alcohol consumption is strictly prohibited on JHMR premises with the exception of licensed areas (barsrestaurants) which are open to the public during operating hours or in conjunction with an authorized event with expressed approval by a member of Senior Team Employment of Relatives Employment of spouses and relatives is discouraged within the same department and will not be allowed in certain situations such as where a) the job function of one or both individuals includes cash handling where one employee audits the other employeersquos work or b) one individual is in a direct supervisory or management position over the other Romantic Relationships If a romantic relationship develops between two people where one is in a supervisory position over the other both parties are responsible for reporting the relationship to Human Resources Such relationships can be disruptive to the work environment create a conflict of interest or the appearance of a conflict of interest and lead to complaints favoritism discrimination or sexual harassment Steps may be taken to change the work relationship to avoid any conflict of interest Solicitation Policy Except for JHMR sponsored activities or activities specifically approved by your department manager JHMR limits solicitation fundraising and other similar activities as follows

bull Distribution of material or solicitation on JHMR premises by persons who are not JHMR employees is prohibited at all times bull Employees are permitted to solicit on JHMR premises only in non-work areas during non-work time This means employees can solicit during their free time before and after work during lunch time and during regularly scheduled breaks You may not solicit in areas where others are working bull See Bulletin Boards (page 7)

Attendance Guidelines JHMR is a service-oriented business in a highly competitive industry We need you to be on the job every day yoursquore scheduled to work The absence of just one person weakens our ability to meet our customersrsquo service demands and places excessive burdens on co-workers Each department has established guidelines for accepted attendance Your supervisor will advise you of these guidelines Excessive absenteeism will not be tolerated Work Hours Your supervisor will advise you of your work schedule as well as department practices concerning work breaks and lunch periods It is important to advise your supervisor if you will be late or must leave early We understand that personal business family or medical appointments may occasionally conflict with your commitment to JHMR You should try to avoid making personal appointments during business hours whenever possible Please schedule personal appointments at times that best fit your

14

departmentrsquos needs Provide as much advance notice as possible and try to work out individual problems Occasionally changing business priorities may require a change in your working schedule We understand the inconvenience this may cause you therefore such changes will be kept to a minimum and you will receive as much advance notice as possible so that you can make travel child care and other necessary arrangements Recording Time Worked Employees are required to document their hours worked Your supervisor will advise you of time keeping procedures for your department Falsifying your work records may result in discipline up to and including termination Overtime The normal work week begins on Sunday at 1201 am and ends Saturday at 1200 midnight Occasionally additional hours of work may be required to meet business needs and customer demands If you are a non-exempt employee (an employee eligible for overtime pay) you must first receive your supervisorrsquos approval before you start early work late take work home or work any overtime Year round employees and departments not listed below will receive overtime at one and a half times the regular hourly rate after 40 hours in a work week Winter season employees working in the following departments will receive overtime at one and one half times the regular hourly rate after 56 hours in a work week Buildings and Grounds Janitorial Parking amp Transportation Guest Services Mountain Hosts RetailRentalRepair at Jackson Hole Sports Teton Village Sports Mountain Khaki and Jackson Hole Sports Junior Lift Operations Mountain Sports School Mountain Sports School Sales Park amp Pipe Crew Race Crew Ticket Office Group amp Conference Services Food amp Beverage will receive overtime at one and half times the regular hourly rate after 48 hours in a work week Grooming Ski Patrol and Snowmaking will receive overtime at one and one half times the regular hourly rate after 45 hours in a work week Employees who work hours in both a 56 hour per week and a 40 or 45 hour per week department in the same work week will be paid overtime for all work after 40 or 45 hours in that week Employees will be paid overtime only for the hours they actually work Holiday time vacation time sick time jury duty and other paid time off do not count as hours worked for purposes of calculating overtime Summer season employees working in the following departments receive overtime at one and one half times the regular hourly rate after 56 hours in a work week Buildings amp Grounds Janitorial Parking amp Transportation RetailRentalRepair at Jackson Hole Sports Teton Village Sports and Mountain Khaki Lift Operations Mountain Sports School Bike Crew Ticket Office Group amp Conference Services Guest Services Food amp Beverage will receive overtime at one and half times the regular hourly rate after 48 hours in a work week Employees who work hours in both a 56 hour per week and a 40 hour per week department in the same work week will be paid overtime for all work after 40 hours in that week Employees will be paid overtime only for the hours they actually work Holiday time vacation time sick time jury duty and other paid time off do not count as hours worked for purposes of calculating overtime

15

Discipline JHMR management will discipline employees for violations of company and department policies or any other basis as determined by management Violations can result in discipline up to and including termination Smoking Policy To provide a safer and healthier work environment smoking is prohibited in all JHMR buildings and vehicles Tobacco use by all employees vendors and visitors is only allowed in designated signed smoking areas The designated areas are as follows Cody lot near trash bins the Main lot in front of the Tram behind the Four Seasons by the loading dock and the E lot behind the Mountain Operations Building Tobacco use in any other location at JHMR as an employee (on or off the clock) is forbidden Please remember to dispose your cigarette butts appropriately otherwise that is considered littering Employees should notify guests who smoke in prohibited areas of our Smoke Free Policy and ask them to refrain from smoking unless in a designated area or require the person to leave the premises Dress amp Appearance Guidelines Pride in personal appearance and good hygiene is important in our ability to be competitive in the service industry The appearance of our employees communicates an image of JHMR to the public It is for that reason the following dress and appearance standards are enforced Jackson Hole Mountain Resort Management reserves the right to make final decisions regarding dress and appearance Dress All employees are expected to be neatly dressed and well-groomed Staff members in positions with guest contact are required to wear name tags while on duty When a uniform or coat is issued it should be worn only on the job or when designated Employees should NOT ski in uniform unless they are working The uniform should be kept clean and in good repair Personal non-uniform clothing may be worn only if it does not interfere with the overall appearance of the uniform (this includes hoodies) Upon termination of employment employees are required to return all company clothing in reasonable condition before the final paycheck is issued If uniform items are not returned a deduction may be made from the employeersquos final paycheck for the value of the unreturned items Appearance MEN Mustaches Permitted must be neatly trimmed Beards Employees who have well developed and neatly trimmed full beards or goatees on the

first day of employment may retain such at the discretion of their supervisor These must be maintained in a well-groomed manner and may not be more than one inch in length Employees will not be permitted to start growing beards or goatees during an operating season

Sideburns Must be neatly trimmed and may not extend beyond the bottom of the ear Hair Hair is to be maintained in a neat and clean manner at all times Men with hair that

extend to the shoulder and below must pull it back Hair must remain out of the face

16

No radical styles or colors are allowed (Examples are but not limited to Mohawks dreadlocks unconventional cuts unnatural coloring of hair)

Earrings Other than one stud or small hoop earring in the earlobe no rings studs or other

piercing jewelry is permitted on any body part visible to the public with the exception of one small discreet nose stud

WOMEN Jewelry Cosmetics Exercise good judgment when wearing jewelrymakeup Other than earrings in the

earlobes no rings studs or other piercing jewelry is permitted on any body part visible to the public with the exception of one small discreet nose stud

Hair Neat and clean Excessive hairstyles will not be permitted (Examples are but not

limited to Mohawks dreadlocks unconventional cuts unnatural coloring of hair) Pets In the interest of safety and cleanliness having pets in the area is prohibited This includes dogs tied to an employeersquos car Please leave pets at home For your information Ski Patrol Avalanche dogs are necessary for the safety of JHMR employees and guests and are exempt from this policy Lost and Found All items lost or found on Rendezvous or Apregraves Vous Mountains or in any building operated by the Jackson Hole Mountain Resort should be turned into the Guest Service Center The Guest Service Center is located on the lower level of the Nick Wilsonrsquos building to the right of the ticket windows The Center is open daily from 800 am to 500 pm (winter hours) or 830 am to 5 pm (summer hours) It is the policy of the Jackson Hole Mountain Resort to hold any lost or found item for a predetermined time period if the item has not been claimed the Guest Service Center will donate the item to any number of community organizations Environment Jackson Hole Mountain Resort is a member of the National Ski Areas Associationrsquos Climate Challenge The Climate Challenge is a voluntary program dedicated to helping participating ski areas reduce greenhouse gas (GHG) emissions JHMR and ski areas across the country adopted an Environmental Charter in 2000 to address the environmental concerns of our industry The Charter commonly referred to as Sustainable Slopes identifies climate change as a potential threat to the environment and our business Although we are not a major source of greenhouse gas (GHG) emissions many resorts across the country are taking steps to reduce their own limited GHG emissions To collectively address the long-term challenges presented by climate change and continue our commitment to stewardship under the Sustainable Slopes program we adopt this climate change policy Through this policy we aim to raise awareness of the potential impacts of climate change on our weather-dependent business and the winter recreation experience reduce our own greenhouse gas emissions and encourage others to take action as well We are committed to working toward solutions that will keep both the environment and economy healthy and preserve quality of life

17

To this end we will take the following actions bull Educate the public and resort guests about the dependence of winter sports on natural ecosystems and the potential impacts of climate change on the winter recreation experience educate guests on how they can help reduce GHG emissions bull Raise policy maker awareness of the dependence of winter sports on natural ecosystems and the potential impacts of climate change on the winter recreation experience bull Advocate the national reduction of GHG emissions through legislative regulatory or voluntary measures bull Support sound science-based solutions to climate change including the use of renewable energy technologies bull Partner with appropriate organizations and agencies to assess opportunities to reduce resort emissions and increase energy efficiency invest in new more efficient products practices and technologies and measure our emission reductions bull Pursue resort-wide goals to reduce GHG emissions and municipal solid waste

Recycling Facilities are available to enable employees to participate in recycling Receptacles for collection are available in several locations in Teton Village All employees are encouraged to drop off their personal materials (aluminum tin glass newspapers and copy paper) In addition containers are distributed throughout JHMR buildings to gather recyclable materials For more information on what materials can be recycled please contact the Buildings and Areas Department at ext 2656 Parking and Transportation In compliance with the Teton Village Master Planrsquos transportation mitigation requirements employee parking and transportation guidelines have been established JHMR employees (who do not have approved exceptions) have the following options for getting to work at Teton Village

bull Ride the START bus from your nearest convenient bus stop All employees will receive a FREE START bus pass for all transportation in Jackson and between Jackson and Teton Village Partial reimbursement is available for those taking the bus from Teton Valley or Star Valley

bull Drive to the Teton Village Transit Center (Stilson) and ride the free Alltrans START bus or car pool from there There is an indoor heated waiting area that serves Great Northern coffee 600-1000 am

bull Car pools (3 or more people required in vehicle) park for free in the Ranch Lot

bull Employees dropping kids off at the Kids Ranch will be allowed to park for free in the Ranch Lot They will receive a validation notice from the Kids Ranch to show the parking attendants Validation notices must be presented each time you park

bull Paid parking is in the Ranch Lot ($10) CodyUpper Village Crystal SpringsMiddle Village and VillageLower lots ($20) from 630am - 1pm and ($10) from 1-3pm (Season passes are available) Holiday rates $30 in front lots and $15 in Ranch lot will apply from Wednesday Dec 20th thru Friday Jan5th and also Friday Feb 16th- Sunday Feb 25th

bull Parking is free after 1pm in the Ranch Lot and after 3pm in the Village Cody and Crystal Springs Lots

bull 1 hour short term and disabled parking is available in select locations

18

VI WORK ETHICS Employee Honesty Dishonesty of any kind will not be tolerated Examples of dishonesty include but are not limited to

bull Theft or destruction of property or unauthorized possession of company or otherrsquos property bull Gambling on company property bull Misrepresentation in obtaining employment employee benefits or privileges bull Conducting independent or unauthorized ski or snowboard instruction or guidance for compensation bull Illegal activities such as fraud kickbacks and padding expense accounts bull Falsification of work records time cards employment applications bull Misuse of company credit cards

Work Ethic JHMR believes in high ethical standards and responsible conduct in providing quality service to our customers- both internal and external JHMR believes adherence to these standards is essential to the attainment of our Mission If you ever have any question with regard to your activities discuss them with your supervisor or HR amp Safety Personnel Files As an employer JHMR tries to maintain benefit performance appraisal and salary records Personal information such as your employment application performance appraisal forms and warning notices are kept in your official personnel file Personnel files belong to the company The content of these files is not given to employees or former employees However employees may review their file in the presence of a department manager or a representative of the Human Resources amp Safety Department Employment References With your written permission JHMR will release information to institutions or employers you specify Otherwise JHMR will only provide references with positions you held and the dates of your of employment VII EMPLOYEE CATEGORIES Note Policies that affect full time year round dual seasonal employees and seasonal managers with budgetary responsibilities ONLY will be italicized throughout the handbook Seasonal Seasonal employees are those hired to work a season or a portion of a season The annual re-employment of seasonal employees is not guaranteed although seasonal employees who have performed exceptionally well may be re-employed There are two types of seasonal employees

Full Time- Commit to work at least 4 days per week andor a minimum of 30 hours per week Part Time- Commit to work less than 4 days per week and less than 30 hours per week

Dual Seasonal Employees working full time in both a winter and a summer seasonal position may be eligible to convert to dual seasonal status Currently all dual seasonal employees qualify for PTO Sick life insurance and 401(K) Dual seasonal employees who work more than 1500 hours in a year (October 3rd ndash October 2nd) are eligible for the JHMR group health insurance plan Any dual seasonal employee working less than

19

1500 hours will qualify for a defined contribution (reimbursement) for health insurance Please see HR amp Safety for reimbursement schedule The anniversary date for calculating dual seasonal eligibility is the date an employee is converted to dual seasonal status (the first operating day of the second season after qualifications have been met) To qualify for dual seasonal status an employee must be full time and work a minimum of 500 hours in an operating season (This does not include overtime hours) Once hours have been met and verified on the first day of the next consecutive season the employee will be converted to dual seasonal Ongoing Dual Seasonal status is not guaranteed it will depend on availability of open positions If open positions are available two requirements must be met to maintain Dual Seasonal Status

bull Commit to a Full Time (30+ hrswk) position for winter and summer operating seasons bull Work a minimum of 500 hours (not including overtime) each winter operating season and a minimum of 300 hours each summer operating season

The employee will not be considered Full Time and qualifying if they begin work later than 3 weeks after the operating season begins or terminates employment earlier than 3 weeks prior to the end of the operating season (unless the employee is terminated for lack of work) If eligibility is lost at any point an employee can once again be classified as dual seasonal following the next season they meet 500 hours in a season Year Round Year round employees are those hired to work in one position on a year round basis or in one position full time the ldquomajorityrdquo of a year (more than dual seasonal)

Full Time ndash Employees who work at least 30 hours per week Full-time year round employees are eligible for certain benefits that part-time employees are not The anniversary date for calculating benefits is the first day of employment Part Time ndash Employees who work less than 30 hours per week Part-time year round employees are eligible for the same benefits as seasonal employees

VIII COMPENSATION Compensation Programs JHMR believes in paying for performance Performance evaluations are based on company department and individual goals Performance toward these goals combined with the planned salary budget and the companyrsquos ability to pay will determine individual pay Please see the 2017-2018 JHMR Wage amp Salary System booklet for more information Tips According to federal law any employee who receives $2000 or more per month in tips is required to report them to the Payroll department This law includes both credit card and cash tips Credit card tips are automatically processed through payroll but it is the employeersquos responsibility to report cash tips by submitting a Form 4070 (available in Payroll) The form is due by the 10th day of the following month Failure to properly report tips will result in discipline up to and including termination

20

IX YOUR PAYCHECK Pay Periods Our pay structure is based on a biweekly pay period resulting in 26 pay periods per year Paychecks can be picked up from the HR amp Safety office by department heads managers or supervisors after 1100 am on pay days The following is a calendar of scheduled pay period end dates and pay days

PPD Begin Date PPD End Date Pay Date

11192017 1222017 1282017

1232017 12162017 12222017

12172017 12302017 152018

12312017 1132018 1192018

1142018 1272018 222018

1282018 2102018 2162018

2112018 2242018 322018

2252018 3102018 3162018

3112018 3242018 3302018

3252018 472018 4132018

482018 4212018 4272018

4222018 552018 5112018

562018 5192018 5252018

5202018 622018 682018

632018 6162018 6222018

6172018 6302018 762018

712018 7142018 7202018

7152018 7282018 832018

7292018 8112018 8172018

8122018 8252018 8312018

8262018 982018 9142018

992018 9222018 9282018

9232018 1062018 10122018

1072018 10202018 10262018

10212018 1132018 1162018

1142018 11172018 11232018

Direct Deposit of Paychecks Employees have the option to deposit their paychecks directly into their checking or savings accounts on paydays If you are interested please fill out the appropriate authorization form (it can be found in your hire packet or in the Human Resources and Safety office) Provide a voided check and return it with a Direct Deposit form to the Human Resources and Safety office If you sign up for direct deposit you will no longer receive a paper statement please contact Payroll ext 2705 for more information Timesheets Time and Attendance edits and approvals must be completed by supervisors by 1200 noon every Monday If you are a non-exempt hourly employee you are responsible for recording your time by clocking in to and out of the timekeeping system for hours worked If you feel there is a discrepancy between your timesheet in Time and Attendance system and your paycheck notify your supervisor

21

immediately Do not under any circumstance clock in to or out of timekeeping system as another person or request another employee to do this for you Any falsification or misrepresentation of time worked will not be tolerated Pay for Exempt Employees Exempt employees must be paid on a salary basis This means exempt employees will regularly receive a predetermined amount of compensation each pay period on a weekly basis The Company is committed to complying with salary basis requirements which allows properly authorized deductions If you believe an improper deduction has been made to your salary you should immediately report this information to Human Resources Reports of improper deductions will be promptly investigated If it is determined that an improper deduction has occurred you will promptly be reimbursed Payroll Advances In emergency situations JHMR may make advances on pay excluding appropriate payroll tax deductions Payroll must receive a check request from the supervisor of the employee reflecting the approval (signature) of the supervisordepartment head as well as a copy of the employeersquos approved time card or Time and Attendance hours A $25 fee is charged for each payroll advance The amount of the pay advance will reflect total hours worked during the pay period at the date of request minus the fee and payrolltax deductions The number of payroll advances is limited to two (2) per calendar year per employee Pay advances must be received in payroll by 1000 AM for the check to be available to the employee by 500 PM that same day Monday through Friday No pay advances will be issued after 1000 AM on the Monday of the pay week for which the paycheck is to be issued on Friday (No pay advances will be issued for hours not yet worked) Payroll Deductions While employed by JHMR certain deductions will be made from your paycheck By law Federal income tax must be withheld from your paycheck each pay period unless you claim exempt In addition per government regulations an amount is withheld from your pay for FICA benefits (Social Security and Medicare) which the government will hold until you are eligible for these benefits JHMR will not deduct FICA for our international staff JHMR will deduct from your paycheck any debts you owe the Company or the value of any Company property issued to you (including Company uniforms) which is either not returned or damaged due to your negligence upon your termination of employment Idaho State Income Tax deduction is available for those residents of Idaho wishing to have this deduction See Human Resources to fill out the proper paperwork It is the employeersquos responsibility to tell PayrollHR if they would like this deduction andor if they would like this deduction to stop (for example if the employee moves out of Idaho) Failure to do so may result in reporting and withholding errors Employees are responsible for any cost incurred to amend incorrect reporting at the end of the year due to this error Garnishment of Wages The term ldquogarnishmentrdquo means any legal or equitable procedure through which earnings of an individual are required to be withheld for the payment of any debt Should JHMR be served with a garnishment on your wages we are required by law to withhold the amount stated

22

Resignation We understand that personal circumstances may arise which may require you to leave your job If you are going to resign try to give your supervisor at least two weeksrsquo notice Termination Upon termination employees must supply Human Resources with a forwarding address for W-2 purposes and return to supervisor any Company issued keys uniforms other property and mountain pass (if other than an end of season termination) X BENEFITS Insurance (Medical Dental Life) JHMR full-time year round and dual seasonal employees (who meet 1500 hours or more during the standard measurement) are currently eligible for individual and dependent group medical dental and life insurance coverage after 90 days of year round or dual seasonal status Premium payments are currently shared by JHMR and the employee The employee contributions are paid bi-weekly on a pre-tax basis through payroll deductions Contact Human Resources amp Safety for current employee contribution amounts Employees on unpaid leave (voluntary or involuntary) will be required to pay the employee portion of their insurance premiums while they are on leave Contact Human Resources amp Safety for more information EXCEPTION FOR DUAL SEASONAL EMPLOYEES WITH 1500 OR MORE HOURS Dual Seasonal employees are subject to the above policy during our summer and winter operating seasons (19 pay periods) During seven designated off season pay periods dual seasonal employees will not be billed for the employee paid health insurance premiums For calendar year 2017 the seven designated off season pay periods are


482018 4212018 4272018

4222018 552018 5112018

562018 5192018 5252018

5202018 622018 682018

1072018 10202018 10262018

10212018 1132018 1192018

1142018 11172018 11232018

Seasonal Employees All employees are encouraged to obtain individual medical insurance at their expense Information about short term medical and accident insurance policies is available from the Human Resources amp Safety Department JHMR has designed a program to reimburse employees who pay health insurance

23

premiums out of pocket Currently we will reimburse employees who have completed three consecutive full-time (500 work hours) winter seasons or three consecutive full-time summer seasons of employment with JHMR Eligible employees with 3 - 4 years of service will be reimbursed up to $12500 per month for the employeersquos medical insurance during their 2017-2018 seasonal employment Eligible employees with 5-14 years of service will be reimbursed up to $15000 per month and eligible employees with 15+ years of service will receive up to $17500 per month Reimbursement amount is taxed to be in compliance with the ACA To be eligible for reimbursement the full-time seasonal employee must complete the season in good standing with 500 or more work hours Completing the season is defined as terminating no earlier than 3 weeks prior to the end of the season with pre-approval by the supervisor unless the employee is terminated for lack of work For winter health insurance reimbursement proof of coverage and proof of payment are due to Human Resources amp Safety no later than Friday April 20st 2018 For summer season reimbursement please turn in all materials no later than Friday October 29th 2018 For more information contact HR amp Safety 401(K) Plan Year-round and dual seasonal employees are currently eligible to participate in this tax-deferred savings program if you have completed 3 months of service Through a payroll deduction you can put whole percentages of your total W-2 compensation (yearly maximum restrictions apply) into your choice of the funds offered by JHMR JHMR may make a discretionary match to your contributions each year based on a proportion of your contributions Restrictions apply in regards to changing your contribution percentage access to money in your account if you terminate employment loans withdrawals etc For information on eligibility and enrollment in the 401(k) Plan please contact Human Resources amp Safety All MountainLift Privileges JHMR Employee Passes All employees available to work at least 15 hours every week during the winter season are currently eligible for a complimentary JHMR Grand Pass This pass will permit unlimited use of all chair lifts tram and gondolas You are required to have your employee pass with you each time you pass through a lift access gate during the winter Winter seasonal employees will be permitted to ride the Tram for free during the earlylate summer season and receive 50 off in the peak summer season with their winter pass Discounted Teewinot passes are available at the Ticket Office NOTE See page 38 Employee SkierRider Violations Employees who violate any mountain rules will be disciplined up to and including loss of mountain privileges and termination of employment Dependent Passes All seasonal full-time year round full-time and dual seasonal employees of JHMR are currently eligible to receive complimentary JHMR family passes for their spouses and dependent children residing with the employee through the senior year of high school This pass will permit unlimited use of all chair lifts

24

tram and gondolas in the winter season Family passes offer access based on the employeesrsquo status Family members are required to show employee family passes each time you pass through a lift line Employees and dependents are encouraged to enjoy these privileges JHMR supports and enforces Wyoming Statutes Section 6-9-201 301 (1989) Individuals who enter closed areas who are involved in hit and run collisions who are impaired by alcohol or drugs or who act recklessly endangering themselves or others face immediate revocation of lift privileges removal from the area arrest and criminal prosecution Lost Stolen Defaced Passes A $25 service charge applies for the replacement of lost stolen defaced passes Service Recognition All JHMR employees who retire in good standing with 20 plus years of service will receive a lifetime Grand Pass To be eligible the employee must have 20 full-time seasons of service have 20 years of service in year round or dual seasonal status or a combination of the two NOTE The employee must be with JHMR for 20 years ie working a full-time winter and a full-time summer season in the same year counts as one year toward the 20 year requirement Employees will receive this recognition when they retire from JHMR Benefits at Other Resorts Grand Targhee Grand Targhee offers free skiingriding to full-time JHMR employees In order to skiride free at Grand Targhee a signed letter of introduction from your supervisor is required along with a valid JHMR employee season pass (No duplications are allowed) Some restrictions may apply Plan ahead to see your supervisor to arrange for a letter of introduction Employees must always present their JHMR employee pass and a letter to receive this benefit Snow King Free skiing and snowboarding for full-time employees half priced tubing and half priced coaster rides at Snow Kingrsquos discretion You must take your employee pass and a letter filled out by your supervisor Intermountain Ski Areas Association (ISAA) ISAA offers reduced prices for skiingriding other member areas Some restrictions apply Contact x2713 for details Mountain Collective The Mountain Collectivetrade is an unprecedented collaboration between the worldrsquos best independent resorts AltaSnowbird Aspen Snowmass BanffLake LouiseSunshine Mammoth Squaw Valley Alpine Meadows Sun Valley Taos Sugarbush Snowbasin and Thredbo in Australia and Coronet Peak The Remarkables in New Zealand As a part of the Mountain Collective JHMR employees are eligible to ski at any of our partner mountains for 50 off the one day window price To receive the discounted lift pricing you must pick up one Mountain Collective Employee card for each day you plan to ski from the Human Resources department This is to be presented along with your employee pass at the partner resortrsquos ticket window You must obtain a Mountain Collective Card from Human Resources prior to travel

25

Employee Assistance Program (EAP) EAP is a contracted service outside the Company providing free confidential help with a wide variety of personal problems issues and concerns Professional counselors offer crisis intervention short-term counseling assessment and referral to community resources Any personal problem that troubles an employee is a legitimate reason for using EAP These issues can include marriagefamily conflict alcohol andor drug dependency financial worries physical abuse stress bereavement workplace issues legal concerns and other personal problems Employees are provided four free visits per issue with an EAP counselor The EAP staff also makes referrals and provides information for family members of employees The fact that you have been a client of EAP will not affect your job it will be kept completely confidential For a brochure or to talk to a counselor please call (800) 999-1077 Brochures may also be picked up in the Human Resources amp Safety office The number for 24-hour Crisis Services is (800) 833-3031 Profit Center Discounts JHMR employees currently receive discounts at all JHMR Profit Centers during the season of employment (winter employees receive these discounts in winter season ending 4818) Winter employees receive 10 off at retail and restaurants in the off-season or summer months if not actively employed at JHMR at the time DISCOUNTS FOR PERSONAL USE ONLY YOU MUST ALWAYS SHOW YOUR EMPLOYEE PASS TO RECEIVE THESE DISCOUNTS Food amp Beverage -- 40 discount at Nick Wilsonrsquos Casper Restaurant and Cafeacute 6311 20 discount at General Store (10 off retail alcohol) Off Piste Market and Tin Can Cantina (Summer Only) Due to capacity issues the employee discount is not eligible at the Rendezvous Lodge between 12-2 Discount applies to employeesrsquo food only 20 off at Piste Restaurant for employees for up to a table of four people (alcohol and gratuity not included) Daily employee drink specials available at Nick Wilsonrsquos RetailRental -- 20 discount on accessories soft goods and skisnowboard hard goods 10 discount on bike purchases 10 additional on sale items 20 discount on bicycle repairstunes 40 discount on ski and snowboard repairstunes 50 off rentalsdemos Discounts good at JH Sports Teton Village Sports Hoback Sports Hole in the Wall Snowboard Shop JH Sports Junior and the Jackson Hole Resort Store on the Town Square Discounts only apply to products representing the season employed Bikeski subject to special order Jackson Hole Resort Lodging -- up to 25 discount (depending on dates availability and property restrictions) for immediate family members on Jackson Hole Resort Lodging condominium units To make reservations employees should contact the JHRL Reservations Department at 1-800-443-8613 Mountain Sports School Benefits ndash Class Lessons Employees may participate in up to 3 complimentary full day class ski or snowboard lessons on a space availability basis To enroll employees will sign up at MSS Sales in the Bridger Center There must be at least one paying guest in a lesson for employees to enroll

Employee dependents receive 50 off class lessons on a space available basis Advance registration at the MSS Sales desk in the Bridger Center or Kids Ranch required

Employee class lesson and dependent lesson benefits are not available during blackout periods

Camps Employee participants receive 50 off adult ski and snowboard camps on a space availability basis

26

Wrangler Daycare Program Daycare pricing for employee children is available Reservations must be made at least 7 days in advance to receive employee rates To make reservations please go to the Employee eStore and click on the Daycare link Immunization records required for enrollment Call 739-2788 for more information and pricing

Pioneers Rough Riders and Explorers (Ages 3 ndash 14) 50 off class ski and snowboard lessons for employee children during non-peak seasons 50 off all local season-long programs To make reservations go to the Employee eStore

Employee dependent benefits apply only to the employeersquos spouse and children Employee class lesson and dependent lesson products are not offered during blackout periods Employee rates for daycare are available during blackout periods only on days the employee is working at JHMR Blackout dates for the 2017-2018 season are 1223-17 217-225 317-41 Other Discounts -- In addition to these savings many other local establishments and retail outlets offer discounts to JHMR employees These will be listed on the seasonal benefits brochure which can be found on httpswwwjacksonholecomemployee-benefitshtml Recognition amp Celebrations JHMR recognizes that without our guests there would be no Jackson Hole Mountain Resort and no employment for us Our employees are the key to satisfied guests Without qualified motivated employees we cannot meet the goals we have established Traditionally JHMR celebrates the summer and winter seasons with company sponsored parties Employees can be formally recognized using JHMRrsquos recognition program(s) (See Recognition pages 5 amp 24 for additional information) Transportation The Southern Teton Area Rapid Transit ldquoSTARTrdquo runs throughout the valley In winter the START bus pass is included as part of your employee pass In an effort to respect our environment and create more parking for our guests employees are encouraged to use the START bus system Please ask your supervisor or Human Resources amp Safety for details (For additional information please see Parking and Transportation page 17) XI TIME OFF Jury Duty Pay All employees are currently eligible for paid jury duty leave JHMR currently pays two- thirds (23) of pay based on the employeersquos regular rate Employees must be on the current payroll and are requested to present a statement showing the duration of service to receive pay for those days Jury duty leave pay will not exceed your regular scheduled hours up to a maximum of 10 days Jury duty is not considered time worked in the computation of overtime and benefits Voting Voting is an important responsibility we all assume as citizens We encourage employees to exercise their voting rights in all municipal state and federal elections Under most circumstances it is possible for employees to vote either before or after work If it is necessary for employees to arrive late or leave work early to vote in any election employees should arrange with their supervisormanager no later than the day prior to Election Day

27

Military Leave Employees granted a military leave of absence are reinstated and paid in accordance with the laws governing veteransrsquo re-employment rights Paid Time Off (PTO) JHMR currently provides PTO based on your eligibility years of service and position within the company Non-benefit eligible positionsseasons do not count towards length of service Full-timeyear round and dual seasonal employees are currently eligible for the following PTO benefits 1st year of employment 144 hours of PTO 2nd year of employment 144 hours of PTO 3rd year of employment 152 hours of PTO 4th year of employment 160 hours of PTO 5th year of employment 168 hours of PTO 6th year of employment 176 hours of PTO 7th year of employment 184 hours of PTO 8th year of employment 192 hours of PTO 9th year of employment 200 hours of PTO 10th year of employment 208 hours of PTO 11th year of employment 216 hours of PTO 12 or more years of employment 224 hours of PTO PTO is earned on an hourly basis throughout the year Forty (40) hours are the maximum hours counted toward PTO in any one week Overtime does not count as regular hours worked A regular forty (40) hour work week may not be enhanced with PTO hours With your supervisorrsquos approval you may be able to use PTO time before you earn it in a given fiscal year Employees who are in a negative PTO situation and terminate employment will have PTO deducted from their final paycheck Any unused PTO available at the end of the fiscal year will be forfeited All unused PTO will be paid out upon termination and cannot be added to the last day worked in order to extend the recorded termination date PTO Accrual upon rehire If a benefit eligible employeersquos break in service exceeds their previous length of employment they will begin to accrue PTO as if a new employee If their previous term of benefit eligible employment exceeds the duration of the break in service they will begin to accrue PTO at the amount they were earning prior to the termination You are encouraged to request your PTO early so that your department can attempt to accommodate your absence Your PTO request is subject to departmental approval and is dependent on business conditions Your supervisor or department head will try to accommodate your individual vacation request however please remember your supervisor must also ensure the department continues to meet its obligations and other employeesrsquo needs are considered Dual Seasonal PTOSick Payout Dual seasonal employees will be paid for PTO and sick at an hourly rate equivalent to 60 of their highest seasonal hourly rate plus 40 of their lowest seasonal hourly rate regardless of whether they earn more summer or winter Sick Leave Full timeyear round and dual seasonal employees and seasonal managers with budgetary responsibilities currently accumulate a maximum of 48 hours of sick leave per year Sick time is earned

28

on an hourly basis throughout the year with forty (40) hours being the maximum hours counted in any one week Overtime does not count as regular hours worked Sick time is to be used for the following purposes illness or injury of employee or immediate family member (parent sibling spouse or children) death in the family and doctor or dental appointments It is not for any other purpose Violation of this policy is grounds for disciplinary action Employees must be scheduled to work in order to use sick leave If an employee is injured on the job and files a Workersrsquo Compensation claim for lost wages (this is separate from the Employeersquos Report of Injury form) the employee is currently paid up to two-thirds (23) of their wages by Wyoming Workersrsquo Compensation for approved claims Unused sick leave may be accumulated and reserved for a serious illness or injury up to 160 hours (one month) Any portion of the 160 hours can be used if needed for a serious illness JHMR will pay for one-half (12) unused sick leave (maximum of 80 hours) upon termination After accumulating the maximum 160 hours employees will continue to receive a maximum of 48 hours of sick time per year One-third (13) of any unused sick time (of the maximum 48 hours) will be paid at the end of the fiscal year An employee may only carry forward 160 hours into the next fiscal year Winter Seasonal Sick Leave At the start of an employeersquos 3rd consecutive full time winter season the employee will accrue seasonal sick leave on the following schedule Service Sick time eligibility 3-4 years 16 hours 5-9 years 24 hours 10 + years 40 hours Seasonal sick time is to be used for the following purposes illness or injury of employee or immediate family member (parent sibling spouse or children) death in the family and doctor or dental appointments It is not for any other purpose Violation of this policy is grounds for disciplinary action Employees must be scheduled to work in order to use seasonal sick leave A regular work week cannot be enhanced with seasonal sick hours to put the employee into overtime nor do seasonal sick hours count towards hours worked for overtime Employees are not to go into the negative on seasonal sick hours any hours in the negative will be paid back to JHMR immediately JHMR will pay for one-half (12) of any unused seasonal sick leave upon favorable completion of the season Completing the season is defined as terminating no earlier than 3 weeks prior to the end of the season unless the employee is terminated for lack of work There will be no carry over from one season to the next Leave of Absence amp Unpaid Leave Full timeyear round employees may be eligible for extended periods of unpaid time known as a leave of absence A written request for a leave of absence must be approved by your supervisor department head and the Chief Administrator of Human Resources amp Safety The business needs of the department are paramount in determining whether a leave of absence is approved Employees on leave of absence

29

are not eligible for any pay including earning any credit towards holidays sick or vacation Skiing privileges are suspended Because business needs change a leave of absence does not necessarily guarantee a return to the same job or a return to active employment at JHMR However the Company will attempt to reinstate the employee at the termination of an approved leave of absence If you need time away from work and you have no paid vacation time available talk with your supervisor about using unpaid personal time All requests for unpaid leave must be approved by your supervisor Special note Employees are required to use any accrued PTO hours before any unpaid leave is given Family and Medical Leave (FMLA Leave) Jackson Hole Mountain Resort provides up to 12 weeks of unpaid job-protected leave to eligible employees for the following reasons

bull Incapacity due to pregnancy prenatal medical care or child birth bull To care for the employeersquos child after birth or placement for adoption or foster care bull To care for the employeersquos spouse son or daughter or parent who has a serious health condition bull Serious health condition that makes the employee unable to perform the employeersquos job

Military Family Leave Entitlements Eligible employees with a spouse son daughter or parent on active duty or called to active duty status in the Armed Forces National Guard or Reserves may use their 12-week leave entitlement to address certain qualifying exigencies Qualifying exigencies may include attending certain military events arranging for alternative childcare addressing certain financial and legal arrangements attending certain counseling sessions and attending post-deployment reintegration briefings Eligible employees may also take up to 26 weeks of leave to care for a covered service member during a single 12-month period A covered service member is a current member of the Armed Forces National Guard or Reserves who has a serious injury or illness incurred or aggravated in the line of duty on active duty Covered service member also includes veterans who were members of the Armed Forces National Guard or Reserves at any time during the period of five years preceding the start of treatment recuperation or therapy The injury or illness must make the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment recuperation or therapy or is in outpatient status or is on the temporary disability retired list In the case of a veteran the qualifying illness or injury must be incurred or aggravated in the line of duty and manifest itself before or after the service member became a veteran Benefits and Protections During FMLA leave JHMR will maintain the employeersquos health coverage under any group health plan on the same terms as if the employee had continued to work Employees must continue to pay their portion of any insurance premium while on leave If the employee is able but does not return to work after the expiration of the leave the employee will be required to reimburse Jackson Hole Mountain Resort for payment of insurance premiums during leave

30

Upon return from FMLA leave most employees are restored to their original or equivalent positions with equivalent pay benefits and other employment terms Certain highly compensated employees (key employees) may have limited reinstatement rights Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employeersquos leave As with other types of unpaid leaves paid leave will not accrue during the unpaid leave Holidays funeral leave or employerrsquos jury duty pay are not granted on unpaid leave Eligibility Requirements Employees are eligible if they have worked for JHMR for at least 12 months cumulatively and for 1250 hours over the previous 12 month Definition of Serious Health Condition A serious health condition is an illness injury impairment or physical or mental condition that involves either an overnight stay in a medical care facility or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employeersquos job or prevents a qualified family member from participating in school or other daily activities Subject to certain conditions the continuing treatment requirement may be met by a period of incapacity of more than three consecutive full calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment or incapacity due to pregnancy or incapacity due to a chronic condition Other conditions may meet the definition of continuing treatment Use of Leave The maximum time allowed for FMLA leave is either 12 weeks in the 12-month period as defined JHMR or 26 weeks as explained above JHMR uses the 12-month period measured forward from the first day of an employeersquos leave An employee does not need to use this leave entitlement in one block Leave can be taken intermittently or on a reduced leave schedule when medically necessary Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt JHMRrsquos operations Leave due to qualifying exigencies may also be taken on an intermittent basis Employees taking intermittent or reduced schedule leave based on planned medical treatment and those taking intermittent or reduced schedule family leave with the JHMRrsquos agreement may be required to temporarily transfer to another job with equivalent pay and benefits that better accommodates that type of leave Substitution of Paid Leave for Unpaid Leave JHMR requires employees to use accrued paid leave while taking FMLA leave In order to use paid leave for FMLA leave employees must comply with the JHMRrsquos normal paid leave policies If an employee fails to follow JHMRrsquos policies the employee cannot use accrued paid leave but can take unpaid leave FMLA leave is without pay when paid leave benefits are exhausted Employee Responsibilities Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable When 30 daysrsquo notice is not possible the employee must provide notice as soon as practicable and generally must comply with JHMRrsquos normal call-in procedures

31

Employees must provide sufficient information for JHMR to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave Sufficient information may include that the employee is unable to perform job functions the family member is unable to perform daily activities the need for hospitalization or continuing treatment by a health care provider or circumstances supporting the need for military family leave Employees also must inform JHMR if the requested leave is for a reason for which FMLA leave was previously taken or certified Employees also may be required to provide a certification and periodic recertification supporting the need for leave The Organization may require second and third medical opinions at JHMRrsquos expense Documentation confirming family relationship adoption or foster care may be required If notification and appropriate certification are not provided in a timely manner approval for leave may be denied Continued absence after denial of leave may result in disciplinary action in accordance with JHMRrsquos attendance guideline JHMRrsquos Responsibilities JHMR will inform employees requesting leave whether they are eligible under FMLA If they are the notice will specify any additional information required as well as the employeesrsquo rights and responsibilities If they are not eligible JHMR will provide a reason for the ineligibility JHMR will inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employeersquos leave entitlement If JHMR determines that the leave is not FMLA-protected JHMR will notify the employee Unlawful Acts FMLA makes it unlawful for JHMR to

bull Interfere with restrain or deny the exercise of any right provided under FMLA bull Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA

Enforcement An employee may file a complaint with the US Department of Labor or may bring a private lawsuit against the Organization FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights XII EMPLOYEE DEVELOPMENT JHMR understands that we have a mix of employees each having their own individual set of goals and objectives for the future Our organization includes the winter-seasonal employee who plans to take time off from education for that one season in Jackson to the career resort employees who have dedicated their life to the resort industry We value all our employees and encourage you to work closely with your supervisor and co-workers to get basic training and develop job experience JHMR encourages you to learn about the company and the industry Educate yourself on how different departments function within JHMR and how other resorts work in comparison We are certain this effort and the knowledge gained will reward you in the future regardless of your present goals and ambitions

32

Performance Appraisals Each department has a performance system which best aligns objectives with the goals of the department Annualseasonal appraisals should chart your specific accomplishments against objectives and may assess your strengths and development needs During your performance period you and your supervisor should have interim discussions concerning your performance and your progress toward your annual seasonal objectives Please see the JHMR Wage amp Salary System booklet for more information Job Postings Program With the exception of high level focus positions JHMR generally will internally post open positions to meet your career development needs You are eligible to participate in the job posting program if you are a current employee Open positions are typically listed on the JHMR employment website in First Tracks and on the job board in the Human Resources amp Safety Department Training ldquoThe future belongs to the fastest learnersrdquo The Jackson Hole Mountain Resort is committed to being a learning organization From your initial orientation through the final day of the season we will provide training to help you perform your job and enrich the lives of our guests Be sure to take the initiative to ensure you receive the necessary training to perform your job Your department may require you to take a course suited to your job that is offered outside the Company If so you will receive reimbursement for related expenses XIII SAFETY RULES AND GUIDELINES Opening Policy ndash Gondola Travel restrictions and area closures exist at the top of the gondola every night and early morning until that area of the mountain is opened by ski patrol These closures are for staff and guest safety and exist as minimum restrictions regardless of the level of avalanche or weather hazard All employees who utilize the Bridger Gondola for their scope of work need to be familiar with these closures During times of elevated avalanche hazard as determined by the Avalanche Lab and notified through Valley Dispatch all staff may be restricted to gondola cabin storage barn or in extreme cases no access will be allowed Failure to follow policy and protocol regarding restrictions and closures is dangerous and will result in disciplinary action up to and including termination Opening Policy ndash Tram Tram Maintenance and Ski Patrol evaluate wind weather and avalanche hazard to determine loading of the Tram Under no circumstance will anyone load the Tram alone Failure to follow policy and protocol regarding restrictions and closures is dangerous and will result in disciplinary action up to and including termination Note Valley Dispatch opens the mountain daily Ski Patrol Grooming (winch-cats) Snowmaking Lift Operations and Maintenance and numerous other departments coordinate with Valley Dispatch each morning as to ldquoCLEARANCESrdquo before public is allowed up the mountain Personal Electronics JHMR employees are prohibited from the use of personal electronic music players at work while skiing and snowboarding or loading and unloading lifts Your particular department may also have restrictions on cell phones music players or earphones Contact your supervisor for more information

33

Helmet Policy Purpose It is the Companyrsquos goal to establish and maintain a safe and healthy work environment Winter employees and volunteers who ski snowboard operate snowmobiles or ATVrsquos are potentially at risk for head injuries from contact with the ground snow surface or other natural and man-made objects while performing their job tasks Helmets when worn properly may offer a degree of protection from head injuries Scope This policy applies to all employees and volunteers who ski or ride as part of their job Helmet Requirements All JHMR employees and volunteers must wear a helmet at all times when alpine skiing or riding as part of their work responsibilities All ski and snowboard helmets must meet the ASTM F2040 snow sports helmet certification Any employee who operates a snowmobile or ATV as part of their job duties is required to wear an appropriate helmet This applies to all areas of the mountain Your particular department may have additional helmet policies Contact your Supervisor for more information

Downhill skiing and Snowboarding All JHMR employees must wear an ASTM-F2040 winter recreational helmet at all times when skiing or riding as part of their work responsibility Snowmobile Operation Any employee who operates a snowmobile as part of their job duties is required to wear a DOT approved ASNZS18011997 or ASTM- F2040 winter recreational helmet This applies to all areas of the mountain ATV Operation Any employee who operates an ATV as part of their job duties is required to wear a DOT approved ASNZS18011997or ASTM F1952 helmet Bicycle Any employee who rides a bike as part of their job duties is required to wear a CPSC ASTM F1447 or Snell certified bicycle helmet

Tower climbing lift evacuation snowmaking operations and construction activities These activities may require helmets that meet different standards See your supervisor or manager for details All Employees are responsible for reading and understanding this policy and any notified updates Violations of the helmet policy will lead to discipline up to and including termination of employment JHMR SKIING AND SNOWBOARDING HELMET PROGRAM JHMR will provide helmets through Jackson Hole Sports for employees or volunteers who are required to wear a helmet as outlined in this policy Department heads will notify JH Sports of the employeesvolunteers in their department who are eligible for a company helmet The procedure to obtain a company helmet is as follows

bull Helmets will be available to eligible employees at designated times and locations TBD throughout the season bull Employees eligible for helmets will be on a list provided by the department manager

34

bull The employee must provide a picture ID to acquire a helmet (season pass or driverrsquos license) bull Helmets are for personal use only and are not transferable bull Only approved company helmets will be provided at no cost bull Helmets provided by JHMR are not to be exchanged at any retail outlet bull Music Players are not to be used with company helmets

Employees who choose to not obtain a company helmet must supply their own helmet as outlined in this policy The helmet is part of the uniform and is expected to last 2 years for FT employees and 3 years for PT employees and volunteers Employee Discount Program ndash discounted helmets are available to any employee or volunteer who chooses to wear a helmet and is not a member of the designated departments outline above HELMET REPLACEMENT Employees and volunteers will be eligible to receive a helmet every three seasons Any helmet procured under this policy will be expected to last three years for employees and volunteers If a company purchased helmet does not pass the annual inspection or it is damaged during the season the employeevolunteer will be eligible to receive a new helmet provided the helmet is damaged in a work related incident that has been reported via the incident reporting process If the company purchased helmet is damaged in a non-reported or non-work related incident the employee is not eligible for a replacement but can receive a new helmet at a discounted employee cost Any employee who has not previously received a company provided helmet and damages their personally supplied helmet will be eligible to receive a company helmet WARNINGS AND RESPONSIBILITIES Warnings

1 All safety equipment has limitations Read and follow all the manufacturersrsquo instructions carefully

2 Helmets are designed to absorb shock by partial destruction of the energy absorbing liner This damage may not be visible Therefore if subjected to a severe blow the helmet should be replaced even if it appears undamaged

3 No helmet can protect the wearer from all foreseeable accidents Depending on the type of impact even a low speed accident can result in a serious head injury or fatality

4 A helmet can only provide a certain level of protection for areas that it covers It does not protect the neck

Employee Responsibilities

1 Always wear your helmet in the proper position 2 Fasten your buckle and tighten your chin strap 3 Check your adjustments every time you wear your helmet 4 Inspect your helmet regularly for signs of wear or damage 5 Do not wear a helmet that has been in an accident 6 Do not attach anything to the helmet unless recommended by the manufacturer 7 Do not wear anything hard or sharp under your helmet 8 Do not take unnecessary risks just because you are wearing a helmet

35

GENERAL REQUIREMENTS Chin straps are to be fastened at all times when helmets are required Helmets are considered company property and must be free of decorations markings or paint that could compromise the integrity of the helmet Only approved accessories (lighting systems hearing protection etc) authorized by the JHMR may be added to a helmet Workersrsquo Compensation All Jackson Hole Mountain Resort employees are covered under the companyrsquos Wyoming Workersrsquo Compensation policy It is essential to report all injuries which occur on the job to your supervisor immediately Employees who incur a work-related injury should complete a Report of Injury on the same or next day if possible This form can be obtained from HR amp Safety The Report of Injury must be returned directly to the HR amp Safety Department who will then send the report to the State of Wyoming If an employee is injured on the job and files a Workersrsquo Compensation claim for lost wages (which is a separate claim from the Employeersquos Report of Injury) the employee is currently paid two-thirds (23) of their wages by Workersrsquo Compensation for approved claims Before returning to work employees must provide a doctorrsquos signed release stating they are able to return to work Filing a Report of Injury is neither a claim nor a guarantee for lost wages or any other benefits Employees should be prepared to cover their costs until the State of Wyoming Workersrsquo Compensation Division has approved a claim Employees are responsible for giving medical providers their case number as soon as they receive one and for providing the State with all requested information The State will correspond directly with the employee at their home address Any misrepresentation or fraud of a claim can lead to termination a civil action or criminal prosecution See also the JHMR Drug amp Alcohol Policy on pages 11-13 of this handbook LIMITATIONS ON WORKERSrsquo COMPENSATION AND SKIING PRIVILEGES Workersrsquo Compensation does not cover accidents incurred while skiingriding unless skiingriding is a regular and authorized part of your job and you are injured while you are doing that job while in an authorized location It is the policy of JHMR that injuries sustained while skiingriding will not be supported by the Company as an appropriate Workersrsquo Compensation claim under the following circumstances

1 If the injury occurs during a non-compensated period Employees choosing to ski snowboard down the mountain will not be covered under Workersrsquo Compensation unless the skiingriding is part of their specific job function

2 Mountain Sports School Instructors are not covered under the Workersrsquo Compensation

policy unless teaching a lesson participating in paid training session(s) approved in advance by a supervisor or performing duties specifically assigned by Mountain Sports School Management

36

3 Food amp Beverage employees working at either the Bridger or Casper restaurants that choose to skisnowboard to and from the restaurants when the Bridger Gondola and Sweetwater lifts are open will not be supported by JHMR in a Workersrsquo Compensation claim

4 Other departments may also have specific guidelines please contact your supervisor for

details

5 If the injury is not caused by your employment responsibilities (in other words does not arise out of or occur in the course of performance of your employment responsibilities) we take the position that recreational skiing riding (personal pleasure rather than a function of your job) and reckless skiingriding (out of control based on your ability level) are not part of your employment responsibilities

6 If the injury is caused by the employeersquos intoxication or the influence of a controlled

substance

7 If the injury or condition was pre-existing at the time of employment

8 If the employee undertakes a dangerous act which is outside the scope of employment It is the position of the Company that unless specifically designated in writing as within the scope of employment of an employee employees are prohibited from skiingriding any double black diamond runs closed areas or out of bounds when on duty or working or in company uniform by way of example and not limitation Corbetrsquos Couloir SampS Couloir Alta Chutes Expert Chutes Tower Three Chute Paintbrush Hoops Gap Central Chute into Cheyenne Bowl These areas are prohibited for employee skiingriding while on duty unless authorized in writing Be aware that the company will not support any claims for Workersrsquo Compensation benefits for injuries occurring in these prohibited areas

The above list is not exhaustive but is intended as a general statement of policy Obviously whether an injury is compensable depends on the facts and circumstances of each incident as reviewed and determined by the State of Wyoming Workerrsquos Compensation Division You are responsible for your own actions We encourage you to exercise caution at all times and skiride within your ability level Various types of accident insurance are available and are recommended for coverage while skiingriding during non-covered periods This information is available from the Human Resources amp Safety Department You must seriously consider the risk that some injuries are not covered by Workersrsquo Compensation insurance and protect yourself Please ask questions if there is any doubt on this subject JHMR Safety Policy We are committed to providing a safe accident-free and healthy work environment for our employees and guests A safe and healthy workplace is the result of diligent work and ongoing attention to JHMR policies by everyone Communication between all employees should be kept open at all times Cooperation on the part of all employees is an essential element of a safe workplace Employees who notice hazards or other safety issues should notify their supervisors immediately Employees who feel they need additional training

37

should notify their supervisor Supervisors and management will address these concerns and take corrective action when warranted Everyone needs to be knowledgeable of the safe work practices applicable to their area or job and shall abide by them Supervisors will promote safety awareness to their subordinates through personal example personal contact training and regularly scheduled safety meetings All employees will perform their work with maximum regard for the safety of themselves coworkers and our guests Past experience and current standards are essential components of our safety policies and are also an integral part of the JHMR personnel policies Compliance with the policies is a condition of employment and must be taken seriously Failure to comply will not be tolerated Safety and health are a top priority in this organization and go hand in hand with productivity and quality This in turn will help provide a safe recreation area for our guests If you would like a copy of the company safety program please contact Human Resources amp Safety Your Responsibility Code

1 Always stay in control and be able to stop or avoid other people or objects 2 People ahead of you have the right of way It is your responsibility to avoid them 3 You must not stop where you obstruct a trail or are not visible from above 4 Whenever starting downhill or merging into a trail look uphill and yield to others 5 Always use devices to help prevent runaway equipment 6 Observe all posted signs and warnings Keep off closed trails and out of closed areas 7 Prior to using any lift you must have the knowledge and ability to load ride and unload safely

BE RESPONSIBLE BE SAFE Winter Recreation can be enjoyed in many ways At Jackson Hole you may see people using alpine snowboard telemark cross country or other specialized equipment such as that used by disabled or physically challenged individuals Regardless of how you decide to enjoy the slopes always show courtesy to others and be aware that there are elements of risk that common sense and personal awareness can help reduce Observe the code listed below and share with others the responsibility for a great winter experience

KNOW THE CODE ITrsquoS YOUR RESPONSIBILITY

This is a partial list Be safety conscious Smart StylePark Smart (Terrain Park Safety)

START SMALL - Work your way up Build your skills MAKE A PLAN - Every feature Every time

ALWAYS LOOK - Before you drop RESPECT - The features and other users

TAKE IT EASY - Know your limits Land on your feet

38

Employee SkierRider Violations All JHMR employees are required to follow all mountain rules including closed areas slow areas and pass holderrsquos responsibilities JHMR reserves the right to impose any penalties as necessary depending on the circumstances of infraction Violation of any mountain rules will not be tolerated Staff found to be speeding or behaving recklessly may have pass revoked or have employment terminated based on severity of infraction As determined by management the suspension of ski pass may carry forward into the following season and may include a lifetime ban from JHMR Records of skiing violations will be kept with Ski Patrol or Human Resources amp Safety All violations will be reported to the employeersquos supervisor Weapon Policy Employees may not at any time while on any property owned leased or controlled by JHMR including any location where an employee is to perform any part of his or her job with JHMR such as customer locations client locations trade shows restaurants company event venues and so forth possess or use any weapon Weapons include but are not limited to guns knives or swords with blades over four inches in length and explosives Regardless of whether an employee possesses a concealed weapons permit or is allowed by law to possess a weapon weapons are prohibited on any company property or in any location in which the employee represents the company for business purposes including those listed above Employees who violate this policy will be subject to disciplinary actions up to and including employment termination Severe Incidents Damages to Property and Guest Injuries If you see are involved in or hear of an incident please advise your supervisor immediately You could help prevent a further mishap or even save someonersquos life A written report should be submitted as soon as possible and no later than 24 hours after the incident occurs If you see an incident please complete the appropriate Incident Report Form and return it to your supervisor for further follow-up If you are unsure which form to complete please contact the RiskSafety Manager at ext 2709 It is possible that injured parties andor attorneys may contact JHMR employees directly asking for information If you are contacted directly by an injured party or hisher attorney about an accident please refer them to the RiskSafety Manager (ext 2709) Please do not speak to anyone about any accidents unless you have been so advised by the RiskSafety Manager or the Chief Administrative Officer Emergency Procedures All employees should be aware of winter and summer emergency procedures Please see your supervisor or Human Resources and Safety for details Motor VehiclesSnowmobilesAll-Terrain Vehicles (ATV) All employees using JHMR motor vehicles snowmobiles ATVs andor Heavy Equipment must read and be aware of Company policies regarding their safe use and must sign off on the appropriate manual(s) See your supervisor for access to this manual and the appropriate training and procedures

39

XIV SECURITY POLICIES AND GUIDELINES Use of JHMR Resources The use of JHMR time materials or facilities for purposes not directly related to JHMR business or the removal or borrowing of JHMR property without supervisory permission is prohibited Examples include but are not limited to company computers E-mail fax machines copy machines JHMR letterhead radios tools vehicles mail phones and cellular phones Employees who are assigned a cellular phone andor a long distance access code must comply with the JHMR Cellular Phone and JHMR Long Distance Calling policies Employees are not to download software (whether free or for a fee) from the Internet onto a company computer without explicit permission from the Information Systems Department Personal Property Employees are responsible for any personal equipment stored or left at JHMR It is the employeersquos responsibility and decision to insure or not insure valuables via their homeowners renters or automobile policies Inspection amp Search JHMR reserves the right to conduct inspections to help maintain a safe healthful and efficient working environment for the benefit and protection of all employees and to protect company property equipment operations and guests Cooperation in the conduct of inspections is required as a condition of continued employment JHMR vehicles lockers computer files desks filing cabinets files etc remain the property of the company and if management or JHMR Security has reason to suspect that employee(s)rsquos safety is in jeopardy illegal drugs or alcohol are being used on company time or company property is missing searches may be initiated at any time and without notice A JHMR initiated search does not necessarily imply an accusation of theft or that an employee has broken a rule Employees refusing to cooperate with or submit to search will be not be tolerated Everyone needs to be knowledgeable of the safe work practices applicable to their area or job and shall abide by them Supervisors will promote safety awareness to their subordinates through personal example personal contact training and regularly scheduled safety meetings All employees will perform their work with maximum regard for the safety of themselves coworkers and our guests Past experience and current standards are essential components of our safety policies and are also an integral part of the JHMR personnel policies Compliance with the policies is a condition of employment and must be taken seriously Failure to comply will not be tolerated

40

INDEX 401(K) Plan23 All MountainLift Privilegeshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip23-24 Anti-Harassment Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip10 Anti-Violence Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip10 Attendance Guidelineshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip13 Bulletin Boardshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip7 Compensation Programshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip19 Disciplinehelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip15 Dress amp Appearance Guidelineshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip15-16 Drug amp Alcohol Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip11-13 EmailInternet Usage Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip7 Employee Assistance Program (EAP)helliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip25 Employee Categorieshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip18-19 Employee Discounts at JHMR Profit Centershelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip25-26 Employee Honestyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip18 Employee SkierRider Violationshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip38 Employment of Relativeshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip13 Equal Employment Opportunity (EEO)helliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip9 Family and Medical Leave Act (FMLA)helliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip29-31 Garnishment of Wageshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip21 Helmet Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip33-35 Incidentshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip38 Insurance (Medical Dental Life)helliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip22-23 Interpersonal Conducthelliphellip10 Job Postings Programhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip 32 Jury Duty Payhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip26 Leave of Absence amp Unpaid Leavehelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip28-29 Motor VehiclesSnowmobilesAll-Terrain Vehicleshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip38 Opening Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip32 Overtimehelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip14 Paid Leave (PTOSick)helliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip27-28 Parkinghelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip17 Pay Periodshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip20 Payroll Advances DeductionsDirect Deposithelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip21 Personal Electronicshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip32 Personnel Files Employment Referenceshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip18 Petshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip16 Press Inquirieshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip9 Recyclinghelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip17 Resolution of Employee Concerns amp Complaintshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip9 Safety Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip36-37 Service Recognitionhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip24 Smoking Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip15 Solicitation Policyhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip13 Suggestionshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip9 Terminationhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip22 Use of JHMR Resourceshelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip39 Workersrsquo Compensationhelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphelliphellip35-36

41

Employee Dashboard

wwwjacksonholecomemployeehtml

JACKSON HOLE MOUNTAIN RESORT (JHMR)

EMPLOYEE HANDBOOK

THIS HANDBOOK IS INTENDED AS A GUIDE FOR THE EFFICIENT AND PROFESSIONAL

PERFORMANCE OF YOUR JOB NOTHING HEREIN CONTAINED SHALL BE CONSTRUED TO

BE A CONTRACT BETWEEN THE EMPLOYER AND THE EMPLOYEE ADDITIONALLY THIS

HANDBOOK IS NOT TO BE CONSTRUED BY ANY EMPLOYEE AS CONTAINING BINDING

TERMS AND CONDITIONS OF EMPLOYMENT JHMR RETAINS THE ABSOLUTE RIGHT TO

TERMINATE ANY EMPLOYEE AT ANY TIME WITH OR WITHOUT GOOD CAUSE

MANAGEMENT RETAINS THE RIGHT TO CHANGE THE CONTENTS OF THIS HANDBOOK

AS IT DEEMS NECESSARY WITH OR WITHOUT NOTICE


















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3112018 3242018 3302018

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5202018 622018 682018

632018 6162018 6222018

6172018 6302018 762018

712018 7142018 7202018

7152018 7282018 832018

7292018 8112018 8172018

8122018 8252018 8312018

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2252018 3102018 3162018

3112018 3242018 3302018

3252018 472018 4132018

482018 4212018 4272018

4222018 552018 5112018

562018 5192018 5252018

5202018 622018 682018

632018 6162018 6222018

6172018 6302018 762018

712018 7142018 7202018

7152018 7282018 832018

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8122018 8252018 8312018

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1282018 2102018 2162018

2112018 2242018 322018

2252018 3102018 3162018

3112018 3242018 3302018

3252018 472018 4132018

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4222018 552018 5112018

562018 5192018 5252018

5202018 622018 682018

632018 6162018 6222018

6172018 6302018 762018

712018 7142018 7202018

7152018 7282018 832018

7292018 8112018 8172018

8122018 8252018 8312018

8262018 982018 9142018

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9232018 1062018 10122018

1072018 10202018 10262018

10212018 1132018 1162018

1142018 11172018 11232018


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482018 4212018 4272018

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1142018 1272018 222018

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2112018 2242018 322018

2252018 3102018 3162018

3112018 3242018 3302018

3252018 472018 4132018

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4222018 552018 5112018

562018 5192018 5252018

5202018 622018 682018

632018 6162018 6222018

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1142018 1272018 222018

1282018 2102018 2162018

2112018 2242018 322018

2252018 3102018 3162018

3112018 3242018 3302018

3252018 472018 4132018

482018 4212018 4272018

4222018 552018 5112018

562018 5192018 5252018

5202018 622018 682018

632018 6162018 6222018

6172018 6302018 762018

712018 7142018 7202018

7152018 7282018 832018

7292018 8112018 8172018

8122018 8252018 8312018

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10212018 1132018 1162018

1142018 11172018 11232018


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2252018 3102018 3162018

3112018 3242018 3302018

3252018 472018 4132018

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4222018 552018 5112018

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632018 6162018 6222018

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7152018 7282018 832018

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1142018 1272018 222018

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2112018 2242018 322018

2252018 3102018 3162018

3112018 3242018 3302018

3252018 472018 4132018

482018 4212018 4272018

4222018 552018 5112018

562018 5192018 5252018

5202018 622018 682018

632018 6162018 6222018

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1142018 11172018 11232018


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2252018 3102018 3162018

3112018 3242018 3302018

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2252018 3102018 3162018

3112018 3242018 3302018

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2252018 3102018 3162018

3112018 3242018 3302018

3252018 472018 4132018

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4222018 552018 5112018

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632018 6162018 6222018

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712018 7142018 7202018

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Employee Dashboard


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11192017 1222017 1282017

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21


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562018 5192018 5252018

5202018 622018 682018

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1142018 11172018 11232018


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482018 4212018 4272018

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482018 4212018 4272018

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JHMR - Jackson Hole Mountain Resort Ambassador Handbo… · JACKSON HOLE MOUNTAIN RESORT (JHMR) ......

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Transcript of JHMR - Jackson Hole Mountain Resort Ambassador Handbo… · JACKSON HOLE MOUNTAIN RESORT (JHMR) ......